Are We Becoming Part of the Problem? Gender Stereotypes in Negotiation Research

Abstract

The study of gender and negotiation has come a long way since the basic sex difference research carried out in the infancy of the field More recent study of contextual factors (roles, styles, gender composition of the dyad) often have the effect of reinforcing gender stereotypes. By expanding the diversity of populations studied, by selecting more gender neutral contexts, by considering purpose in choice of style and roles, and by locating our studies of how gender plays out in negotiation in different organizational contexts, we will be in a better position to move beyond the stereotypes that dominate so much of the current work.

Negotiation Contexts: How and Why They Shape Women's and Men's Decision to Negotiate

“…The study of gender in negotiations has a long tradition. However, recent research has highlighted the need to extend the focus of negotiation research to include the initiation of negotiation (Reif & Brodbeck, ), to study negotiations in more gender‐neutral contexts (Kolb, ), to delve deeper into situational and contextual moderators of gender effects in negotiations (Bowles & Kray, ), and to uncover mechanisms underlying situational effects on gender differences (Bear & Babcock, ). We contributed to this research agenda by focusing on the initiation of negotiation and were able to replicate the gender effect in initiating negotiations across diverse contexts (favoring men).…”

“…Given these findings, studying gender in negotiations in the 21st century not only requires broadening the range of issues examined but also “reconsider[ing] what constitutes an agreement or a good outcome” (Kolb, , p. 258). Following Kolb's () claim to use more gender‐neutral contexts in studying negotiations, we identified markets , stores , private social settings , products and their prices , services , finances , and leisure issues as “gender‐neutral” contexts.…”

“…Whereas men value pay, money, benefits, power, authority, and status at the workplace significantly more than women, topics such as friends, relationships, recognition, respect, communication, fairness, equity, teams, collaboration, family, and home are more valued by women than by men (Peterson, ). As traditional negotiations involve the distribution of economic resources (compensation and benefits, purchasing/selling, career‐related issues, Kolb, ; Kray & Thompson, ; Stuhlmacher & Walters, ), men might be more likely to enter such negotiations given that they more strongly value the potential (economic) outcomes compared to women.…”

“…Traditionally, negotiation research is based on distributive negotiations over compensation (Kolb, ; Kray & Thompson, ). In reality, negotiations take place in many other contexts, and limiting the study of negotiations to the context of compensation might lead to biased results.…”

“…In reality, negotiations take place in many other contexts, and limiting the study of negotiations to the context of compensation might lead to biased results. Given that negotiation contexts interact with gender and with traditional gender roles, theory and research would greatly benefit from broadening the focus to not only cover classical negotiation contexts but also a wider range of social situations (Bowles & Kray, ; Kolb, , ).…”